Motivating the Unmotivated

Motivation is the most essential driving force to keep people going in pursuit of their goals and dreams. It ignites a sense of purpose in an individual and a desire to achieve personal, educational or career goals. With a team that possesses the right skills but still doesn’t perform up to the mark you just can’t meet your organizational goals. In addition to those skills and resources, you also need to devise ways for keeping the motivational spark ignited in your team members. If your workforce is motivated enough, it will learn the new skills and will easily face challenges as well. However, you can’t make an unmotivated person effectively learn new skills. If motivating others is something you want to learn, you can always achieve the desired results with right management and leadership techniques. We have rounded up a few methods that are an answer to how to motivate others:

Leadership skills

Manage people based on the culture and other demographics of the organization. Begin with fostering a culture that promotes open communication. Also, don’t always micro-manage your team. Employees mostly want autonomy in their jobs, which is the freedom to make decisions. Instead of still pushing your orders and goals down the hierarchy, try taking input from your employees as well. Employees take more responsibility for purposes that were set with their consent and contribution. Make policies that are flexible and can change based on the requirement of time. A rigorous and stagnant culture can make the workplace suffocating for employees and can result in demotivation. Hence, with employing the right management skills, you can positively motivate the unmotivated members of your team to a great extent.

Practice leadership in its true spirit

Practice your leadership skills in the real sense to get the best out of your employees. Lead by being an example yourself, such as, practice what you preach. Also don’t just focus on getting things done on the temporary basis. Teach skills and give resources to your people that will benefit them and your organization in the long run as well. Once, you have taught them the skills needed to excel and have given the right level of resources, make sure to trust your people. Delegate responsibility without always questioning and judging their abilities. Be more encouraging and supportive of new ideas rather than always criticizing. Finally, the reward is the undoubtedly a great motivator. Financial rewards, however, are not still enough. Devise simple ways to motivate other through intrinsic motivators.